Professional analysis in people management: the differential contribution of psychology

Abstract

People’s management policies are outlined considering the structure, culture, and goals of the organization. For its implementation, the professional analysis represents a fundamental role, as it includes the description of tasks, in addition to profile analysis and competencies for filling positions.It serves as the basis for the three systems of people management: entry, development, and valorization of people. The objective of this work was to discuss the differential contribution of psychology in the elaboration of professional analysis as the basis for the organizational management model and the implementation of the people management system. The case study was descriptive and exploratory and was developed in an organization providing human resources services in the hospital area. Thirteen workers participated in the study. Interviews, observations, and documentary analysis were conducted for data collection and discursive analysis.The differential contribution of the psychology professional in people management was illustrated by professional analysis, focusing on the management by the worker’s competencies. As a result, a people management manual containing the professional analysis of thirteen positions was prepared. The activities raised, most depend directly or indirectly on the professional analysis, as they relate to recruitment, selection, training, and development of people, as well as performance evaluation. Its implementation allowed adjustments in the actions developed in the three people management systems.